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Overview
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Overview
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Actions
These answers cover the extension, screening path, talent pool access, employer verification, and workspace plans.
Questions about tracking, screening, and visibility into the talent pool.
The candidate-side extension is designed to help track job pages you visit plus roles you save or apply to, then sync that history into your HiringHost dashboard.
No. Candidates can use job tracking without joining screening. Screening is the next step only for users who want to enter the screened talent pool path.
Premium expands candidate-side visibility by removing the free tracking cap and unlocking deeper insight views across your search activity.
You complete your detailed profile, join the screening waitlist, and move through the HiringHost screening process before becoming part of the screened pool.
Yes. The best experience starts with a HiringHost account so your browser activity can connect to your personal dashboard, settings, and profile history.
HiringHost is built to work across supported job boards and employer career pages within the extension's approved job-site scope. Tracking quality depends on the site structure and the browser access you grant.
Visited jobs reflect pages you opened, interested jobs are roles you actively marked for follow-up, and applied jobs represent roles where you completed or confirmed an application action.
Yes. Your dashboard can be used to review, organize, and correct tracked activity so your candidate history stays useful instead of becoming cluttered.
No. Employer visibility is controlled by product rules, screening status, consent, and plan-based access. Raw browsing history is not treated as an open public feed.
A stronger activity record gives the screening team more context about role direction, consistency, and job-search intent, which can improve how your profile is understood.
Yes. Candidates can use the tracker, dashboard, and profile-building features without entering the screened talent-pool path.
Candidate-facing history is designed to support your dashboard and profile quality, while some tracked event data may also be retained in controlled admin systems for operational review windows.
Once screening is complete, your profile can move into the screened talent pool, where verified employers and recruiters may be able to discover you based on access rules and matching logic.
Yes. Talent-pool visibility is not meant to trap candidates in one state forever. Your profile status, consent, and availability can be adjusted as the product flow allows.
Questions about verification, employer types, recruiter operations, and plan-based hiring access.
Employers, consultant-placement teams, and client staffing teams can create workspaces, but access is meant to open only after verification.
Yes. The product model supports employer workspaces that operate in one, two, or all three hiring motions depending on account setup and plan fit.
Employer plans control how many screened records and insight records are visible, whether resumes or contact details can be revealed, and whether recruiter support is included.
Yes. HiringHost is structured so recruiters can execute candidate work while managers review metrics, performance, and account-level hiring activity.
Verification is used to confirm that a workspace represents a legitimate hiring team before protected actions and candidate access are opened.
Yes. HiringHost is designed to support direct employers, consultant-placement teams, and client staffing teams, with access shaped by workspace type and plan.
Not necessarily. Candidate visibility can depend on recruiter assignment, workspace rules, plan entitlements, and whether a specific workflow requires manager approval or supported matching.
Yes. Employer and recruiter workflows can include job posting, role management, and matching activity inside the workspace experience.
HiringHost aims to use structured profile information, screening outcomes, recruiter review, and job-related signals to support higher-quality matching than a basic title-only search.
That depends on plan level, verification status, and the specific candidate-access rules attached to the workspace. Not every plan exposes the same level of detail.
It means HiringHost can support employers with recruiter involvement for sourcing, filtering, and role-to-candidate matching, especially for priority or harder-to-fill positions.
Yes. Workspaces can assign multiple recruiters and use manager-level oversight to track hiring activity, role coverage, and team execution.
Employer-facing discovery is intended to focus on screened and access-eligible candidates rather than exposing the broader candidate base in the same way.
The strongest employer setup starts with creating the workspace, completing verification, defining the hiring motion, assigning recruiters if needed, and then working within the plan-based access model.
The job-tracker, talent-pool, and employer-workspace pages go deeper on the platform flow. If you still need help, use the support routes.